[104-10222-10038.pdf — page 163]
# SECRET(When Filled In)# FITNESS REPORT (Part 1) PERFORMANCEINSTRUCTIONSFOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.FOR THE SUPERVISOR: This report is designed to help you express your evaluation of your subordinate and to transmit this evaluation to your supervisor and senior officials. Organization policy requires that you inform the subordinate where he stands with you. Completion of the report can help you prepare for a discussion with him of his strengths and weaknesses. It is also organization policy that you show Part 1 of this report to the employee except under conditions specified in Regulation 20-370. It is recommended that you read the entire form before completing any question. If this is the initial report on the employee, it must be completed and forwarded to the Office of Personnel no later than 30 days after the date indicated in item A. of Section "A" below.SECTION A.1. NAMEBAGLEY Tennet Zarrington5. OFFICE/DIVISION/BRANCH OF ASSIGNMENTDDP/EE/Poland7. GRADE 8. DATE REPORT DUE IN OPGS-13 24 July 195710. TYPE OF REPORT(Check one)SECTION B.INITIALX ANNUAL1. FOR THE RATER: THIS REPORT X HASNOT:A. CHECK (X) APPROPRIATE STATEMENTS:2. DATE OF BIRTH11 November 19256. OFFICIAL POSITION TITLEI.O. (FI)9. PERIOD COVERED BY THIS REPORT (Inclusive dates)July 1956 - July 1957SPECIAL (Specily)CERTIFICATION3. SEXM4. SERVICE DESIGNATIONDITHIS REPORT REFLECTS MY OWN OPINIONS OF THIS INDI-XVIDUAL.THIS REPORT REFLECTS THE COMBINED OPINIONS OF MYSELF AND IMMEDIATE SUPERVISORS.THIS EMPLOYEE HAS STRENGTHS AND WEAKNESS SO THAT HE KNOWS WHERE HE STANDS.IF INDIVIDUAL IS RATED "I" IN C1 OR D. A WARNING LETTER #63 SENT TO HIM WITH A COPY ATTACHED TO THIS REPORT.I CANNOT CERTIFY THAT THE RATED INDIVIDUAL EXCELS NOW IN HIS PERFORMANCE BECAUSE (Specily):B. THIS DATE16 July 57C. TYPED OR PRINTED NAME ANDPeter K. HeirannSIGNATURE OF SUPERVISORSSUPERVISOR'S OFFICIAL TITLEChief, EE/P2. FOR THE REVIEWING OFFICIALI RECORD ANY SUBSTANTIAL DIFFERENCE OF OPINION WITH THE SUPERVISOR, OR ANY OTHER IN-FORMATION, WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT.BYPosted Res. Contrl. 9/3DATE9 Aug19579 7/16/57CONTINUED ON ATTACHED SHIRTI certify that any substantial difference of opinion with the supervisor is reflected in the above section.A. THIS DATEJuly 17H. TYPED OR PRINTED NAME AND REVIEWINGOFFICIAL Howard E. RoyohI. OFFICIAL TITLE OF REVIEWING OFFICIALACCP/EESECTION C. JOB PERFORMANCE EVALUATION1. RATING ON GENERAL PERFORMANCE OF DUTIESDIRECTIONS: Consider ONLY the productivity and effectiveness with which the individual being rated has performed his duties during the rating period. Compare him ONLY with others doing similar work at a similar level of responsibility. Factors other than productivity will be taken into account later in Section D.1 - DOES NOT PERFORM DUTIES ADEQUATELY: HE IS INCOMPETENT.2 - RARELY ADEQUATE IN PERFORMANCE, ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING, HE OFTEN FAILS TO CARRY OUT RESPONSIBILITIES.3 - PERFORMS MOST OF HIS DUTIES ACCEPTABLY; OCCASIONALLY REVERS SOME AREA OF WEAKNESS.64 - PERFORMS DUTIES IN A COMPETENT, EFFECTIVE MANNER.INSERTRATINGNUMBER5 - A FINE PERFORMANCE; CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY WELL.6 - PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER THAT HE IS EQUALLED BY FEW OTHER PERSONS, KNOWN TO THE SUPERVISOR.COMMENTS:FORM NO. 45 (Part 1) REPLACES PREVIOUS EDITIONS OF FORMS 45 AND 45A WHICH ARE OBSOLETE.SECRETPerformance